【作者】 王宇；

【导师】 曹桂全； 陈悦；

【作者基本信息】 天津大学 ， 公共管理， 2018， 硕士

【摘要】 绩效考核工作是公务员制度中重要内容之一,加强和改善公务员绩效考核机制,发挥考核的导向作用、鞭策作用和激励作用,是干部管理的重要课题。天津市政协机关要适应新形势、新环境,建立科学合理的公务员绩效考核体系,对推动建设一支高效、廉洁、高素质的干部队伍和促进人民群众、各党派参政议政、民主监督和建言献策具有重要意义。本文以天津市政协机关绩效考核体系为研究对象,利用文献法、德尔菲法和访谈法对天津市政协机关绩效考核体系现状、存在的问题和问题根源进行了研究剖析,针对考评内容重点不突出,针对性不强、经常性检查考核不到位、考评成绩拉不开档次,“干好干坏一个样”、考评结果运用不够充分等问题,提出具体的优化方案。首先根据机关工作实际,确定绩效考核体系的优化原则和优化内容,其次按照目标管理理论,对市政协机关不同岗位进行分析,制定岗位责任说明书,通过德尔菲法,筛选出最符合市政协机关公务员绩效考核的指标,然后利用层次分析法与模糊综合评价方法,对考核指标比重进行赋值和计算考核结果;最后引用360度考评反馈法进行综合考评,并制定绩效考核结果的应用机制和保障制度,从生理需求和尊重需求层次激励机关公务员干事创业,从而提高机关政务效能。更多还原

【Abstract】 One important part in civil service system is performance assessment.Strengthening and improving the assessment mechanism,playing the leading,promoting and encouraging role of assessment is a significant subject for cadre management.The municipal authorities in Tianjin should establish a scientifically rational assessment system with an adaption of new form and environment,which is of great significance for building an efficient,honest and high-qualified cadre team,and also for promoting people,different parties into participating in politics,supervising and providing suggestions.This paper is focused on the performance assessment system of the political consultative authorities in Tianjin,analyzes the current situation,existing issues and the cause for the problem by using reference,Delphi method and interview methods.Base on the current issues which involves unclear keypoint,less pertinence,unregular assessment,too close result,unfair assessment system,and not fully used of the performance result,this paper proposed in-depth and detailed optimization scheme.Firstly,taking into account of the working practice of government Organization,determine the optimized principle and content of the performance assessment system.Next based on the objective management,carry out analysis of different positions in political consultative authorities and make a job description.Through Delphi method,screen for the most suitable indicator of performance assessment for civil servant in political consultative Organization and then calculate the proportion of the performance indicator by using Analytic Hierarchy Process and Fuzzy Comprehensive Evaluation Method.Lastly carry out a comprehensive appraisal by using 360-degree performance evaluation and also establish application mechanism and safeguard system.By using which,to motivate civil servants’ work productivity from physiological and esteem needs.更多还原